CultureIQ vs. Officevibe

Engagement-monitoring and putting actions into place has been key for our company. We are seeing teams collaborating throughout the organization based on results and fixes we have put into place with this product

Incentivized

I think Officevibe is great for any office where management truly cares about how happy their employees are and is interested in making their company a great place to work. It's a quick and easy way for staff to give you honest thoughts and opinions that you can act on to make improvements

Incentivized

• Easy to navigate.
• Customizable.
• Good support.

Incentivized

• Does the remembering for me. Officevibe sends the surveys automatically on a scheduled sequence.
• The surveys cover a wide range of topics. They help address where pain points could be lurking and where I need to try to help my team.
• I like being able to see the trend in the reports. It helps me give an overall sense of the health of our employees feelings towards each other and the company.

Incentivized

• I don’t like needing 4 responses before seeing results.
• I feel functionality for quick surveys can be improved.
• Assistance on more best practices.

Incentivized

• Add review processes, like 360.
• Add OKR tracking.
• Add daily task tracking in PPP format.

Incentivized

No comparison, this really measured engagement by asking the right questions and ways to really understand the data.

Incentivized

I didn't try anything else - Officevibe came across my desk and I went with it. I'm not sure what other options there are out there, but I'm sure there are a few. It's probably worth giving them a look, but if you're looking to keep your finger on the pulse of your company culture and employee happiness / engagement, Officevibe is not a bad choice at all.

Incentivized

• I can’t capture onboarding per class when we have less than 4 respond.
• It took some conversations to understand the meaning of a couple of questions.

Incentivized

• I used it to decide how best to allocate my resources for employee benefits and perks. I was able to find out which ones were truly important to them and which ones they didn't really care about so I knew which ones to spend my money on.
• I've also been able to see whether I'm doing a good job as a manager and where I need to improve, whether it be in terms of management style, leadership, communication or even things like policy - I'm able to see what is working and what isn't and make adjustments accordingly.

Incentivized